Workplace wellbeing is a top priority for many employers. Some workplaces have responded with a surge of benefits, including, access to meditation apps, and employee assistance programs, or EAPs, which offer free or low-cost services and counseling to help people with issues affecting their well-being. Many employers I work with tell me their employees dont utilise the EAP. This got me wondering, is therapy still something we are scared of!?
An article from All About Psychology, talks about the 6 signs of a fake psychologist. By the way, The term “quack” comes from the Dutch word quacksalver meaning “hawker of salve”. In the Middle Ages, the word “quack” also meant “shouting” because quacks would shout to attract attention while selling their wares.
Six Signs of A fake psychologist
1. Advertises and boasts of qualifications and abilities.
2. Talks about other clients, even using their names.
3. May make a physical examination. A legitimate psychologist will send you to an M.D. for a checkup and won’t prescribe even so much as an aspirin.
4. Gives a quick diagnosis of your troubles. A real psychologist steers clear of labels, even after long examination.
5. Talks excessively. The psychologist spends most of his/her time listening.
6. Promises a cure – sometimes even stipulating the amount of time or money required.
source:- AllAboutPsychology.com
New research from Gallup published in November found that, out of 151 chief people officers at large companies, a quarter cited well-being as a top priority. Still, according to the same survey, less than a quarter of employees (21%) believe their employer cares about their mental health and well-being. That is an issue both for health outcomes and the bottom line, as those who feel their employer supports their well-being are more likely to stay engaged, productive, and not search for other jobs.
The Gallup survey found that a third of employees don’t know if their company has employee assistance programs, and of those who do, 81% don’t use them. To fix that, engagement, communication, and education is key.
promote your eap
Firstly, before you consider offering complimentary meditations, happy hours, and extra holiday, you need to treat your employees fairly. In short, if you don’t pay people properly and treat employees with respect, no wellness benefit or perk is going to matter, Maslow’s Hierarchy of Needs got it right: you can’t expect people to thrive, let alone succeed, when their basic needs are not met. Don’t give up on EAPs though, just get them some more PR.
give your eap some kudos
Ask your Board or leadership team to openly discuss their usage of the EAP or therapy generally. This will give employees more confidence in using the EAP themselves and normalise this.
Train your Champions and Mental Health First Aiders to promote the EAP. Ensure they are clear how to access it and signpost. Encourage them to call the EAP themselves so they understand the employee journey.
Alongside this approach follow these few steps.
Regularly remind employees about the EAP through company newsletters, intranet updates, emails, and posters.
Integrate EAP information into new employee orientation to familiarize them with the program early on.
Provide training for managers to understand the EAP, how to identify potential employee needs, and how to encourage appropriate use of the service.
Clearly communicate that all EAP interactions are confidential to encourage open use of the service.
Promote the EAP as part of a broader employee wellbeing program.
Adapt messaging based on different employee demographics and needs.
Utilise company events and benefit fairs to showcase the EAP and provide information about its services.
Work with your EAP provider to develop targeted communication strategies and materials.
Photo from https://www.all-about-psychology.com/fake-psychologist.html